Flexibility in the workplace is key to retaining top talent
In fact, a recent survey found that 56 per cent of workers striving for better work-life balance are even declining promotions in favour of greater flexibility.
Global boutique recruitment agency Ambition surveyed more than 900 Australian IT professionals in a bid to understand their attitude to flexible working arrangements.
It found that employees want benefits that go beyond flexible hours. Workers also want to be able to work from home, bring their own devices, purchase additional annual leave and get discounts on gym membership and insurance.
Ambition Technology managing director Andrew Cross says the research also found that Australian businesses continue to struggle to effectively implement policies that create a more flexible working environment. He recommends that organisations implement policies that set the parameters of employee flexibility.
Additional benefits and more flexibility are great bargaining tools for businesses with limited promotion opportunities or an inability to offer salary increases, Mr Cross says.
"Typically the conversation about flexible options stops after the hiring process. However, once an employee passes their probationary period within the organisation, the flexible working arrangement should fall into place contractually and remain an ongoing discussion point in their annual salary review," he says.
"It is no secret that happy workers are more productive, and that the cost of replacing staff can be a significant financial loss for the company. With this in mind, many organisations can't afford not to invest in employee welfare." Peter Acheson from IT recruitment specialist Peoplebank wholeheartedly supports staff working from home.
More than 270 staff now work from home across a range of roles including HR, managers, accounts payable and account management.
Mr Acheson says those working from home tend to be very loyal employees.
"One of my senior staffers was approached for another role that offered more money, a bigger budget and more status, but turned it down because she appreciated that we have a flexible workplace that allows her to work from home."
The 35 staff working for a Sydney online retail store can bring kids or even pets to work.
Co-founder of Shoes of Prey, Jodie Fox, says the challenge as business founders is to make the office so great to be in culturally, that people want to turn up every day. If that means allowing staff to bring their cat or dog into the office, so be it, she says.
"We're all adults and we all inevitably have things to do that will happen during traditional working hours. Rather than try and hide that and hold up a facade of long hours worked, it contributes to making us more goals than hours-focused. Smashing goals are infinitely more important to my business than the number of hours you sit in a chair," Ms Fox says.
But many in business fear that loosening the reins will result in a reduction in productivity.
However, those to have gone down this path insist that a combination of remote access technology and trust can make it work.
Frequently Asked Questions about this Article…
Flexibility in the workplace helps workers achieve better work-life balance, which the article says is increasingly important to Australian employees. Employers that offer flexible hours, work-from-home options and other benefits can keep staff happier and more productive — and avoid the significant financial loss companies face when replacing employees.
Ambition surveyed more than 900 Australian IT professionals and found many want more than flexible hours. The research highlighted that employees are seeking options such as working from home, bringing their own devices (BYOD), buying extra annual leave and getting discounts on gym memberships and insurance.
The article reports a recent survey found 56% of workers striving for better work-life balance are declining promotions in favour of greater flexibility, showing that non‑financial benefits can influence career decisions.
The article suggests businesses should set clear policies that define the parameters of flexibility. Ambition Technology’s managing director Andrew Cross recommends making flexible arrangements contractual after probation and keeping them on the agenda during annual salary reviews to ensure they’re maintained.
According to the article, extra benefits and flexibility are effective bargaining tools for organisations that can’t offer promotions or salary increases. Offering perks like buyable annual leave, BYOD, gym or insurance discounts, and remote work can help retain staff when traditional rewards aren’t available.
Yes. Peoplebank reportedly has more than 270 staff working from home across roles such as HR, management and accounts, and says remote workers tend to be very loyal. A Sydney online retailer allows its 35 staff to bring kids or pets to work. Shoes of Prey co‑founder Jodie Fox focuses on making the office culturally great so people want to come in — including allowing pets — and prioritises goals over hours.
Some employers fear a drop in productivity, but the article notes companies that have embraced flexibility insist that a mix of remote access technology and trust makes it work. The emphasis is on outcomes and goals rather than simply counting hours at a desk.
The article highlights that flexible arrangements can boost loyalty — Peoplebank says home-based staff tend to be very loyal, and an example is given of a senior employee turning down a higher-paying role because of flexibility. Happier, loyal workers are more productive and reduce the high costs associated with replacing staff.
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